CK HR Consultants

Contact Person: Carel Oberholzer
Phone2: +27796890911
CK HR Consultants have more than 35 years of practical experience in large local and Global organizations, with a footprint in the USA, Europe, Asia, the Middle East and Africa. CK HR Consultants has experience in Global Companies, and expertise include, Organizational Design, Talent and Succession Management, Learning and Development, Performance Management Systems, Organizational Development and Change Management, Employee Engagement Surveys, 360-degree assessment, Career Management and Competency Frameworks, Job Architecture and Job Descriptions Workforce Planning, Presentation and Facilitation interventions, Managing virtual and complex projects.

Full Company Profile:

1.   Organizational Design and Re-structuring

We design or re-design a fit for purpose and properly aligned organization structure for our clients based on a scientific process that includes strategy analyses, structural design based on six key issues, developing key processes and responsibilities.

2.    Talent and Succession Management

We have a record of successfully implementing a best practice Talent and Succession Management Systems within Organizations. We ensure organizations attract, develop and retain their best staff. This is an integrated process of linking different systems and practices. It includes, helping organizations to identify critical positions, define and selection of high potential candidates, (linked to the Performance Management System,) start a Talent Review Committee and Process, and ensure a pipeline of successors with clear Individual Development Plans (IDP's)

3.    Performance Management System Development and Implementation

We have developed and implemented various Performance Management Systems in large organizations. It is based on benchmarking with International Best Practice Organizations, including General Electric (GE).

Our design is customized to organizational needs and will ensure Improvement of Business results by aligning Individual ad Organizational objectives, measure and facilitate core behaviors to ensure the preferred organizational culture. Performance results is used in an integrative way, for instance Rewards and Recognition, Learning and Development, Talent and Succession Management, Career Development and Workforce Planning

4.    Organizational Development and Change Management

Through a process of Organizational assessment, (health studies), the effectiveness of the Organizations performance is measured against requirements. Through different best practice and scientific tools and methods, change and transformational interventions are designed and implemented to ensure the necessary outcomes

5.    Engagement Surveys-or employee satisfaction surveys

Highly engaged employees are up to 20% more productive than low engaged employees. High engaged employees are 87% more likely to stay within an organization than low engaged employees. We are highly experienced in doing Engagement Surveys, from needs identification, questionnaire design, data collection and analyses, sharing of findings with recommendations for improvement. This is normally part of the OD process under point 4 and also a major change management process.

6.    Career Management and Career Paths

We can develop Leadership, Core and Functional Competencies profiles for client organizations, based on their specific needs. Competencies are scaled across levels, resulting in a Competency Framework Dictionary. This is then used to build Career Paths within the Organization. It is also used for Recruitment, Learning and Development, Rewards and recognition, workforce planning and more

7.    Job Architecture (Job descriptions and evaluation)

Designing challenging and clear jobs with specific outcomes and responsibilities and turning it into job descriptions is an important element in becoming an effective organization. Through a well- designed process, we help our clients to achieve this.  We support organizations in job evaluation and creating an organizational hierarchy.


Our training programs are well research to ensure easy transfer to the workplace. All programs are virtually live presented. Programs available:

  1.  Building an Agile Organization (2days) In a quick changing world (VUCA), organizations need to be Agile and nimble. Be able to quickly change and adapt to new realities. In this practical program participants will learn to:
  • Understand the importance of becoming an Agile Organization
  • Know how to use a comprehensive and integrated Change and Transformational Model to make sure all aspects for change is addressed
  • Have the necessary competence to successfully transform the organization into an Agile Culture

2.  Leadership Competencies to Manage an Agile Organization (2 days) Leading an Agile organization requires a specific set of leadership skills. Participants will learn:*Leadership requirements to be effective in managing in a quick changing environment*

  • Understand the critical role of leaders in creating the preferred organizational culture
  • Know the most relevant leadership approaches and styles
  • Be able to facilitate the development and implementation of a leadership competency framework for the organization

Have the knowledge and skills to:

  • Lead him/herself
  • Effectively lead people
  • Strategically leads the business
  • Know how to identify and develop high potential leaders for the future

3. Effective Change and Transition Management 

In this highly interactive program, participants will learn:

  • The differences between Change and Transition and how to manage both
  • Reasons for why Change and Transition processes fails
  • Learn how to manage change effectively, using a comprehensive Change Management Model that ensures a high quality of technical planning and the acceptance and buy-inn of all role players
  • The effective use of various tools and techniques (8-12) during the different phases to effectively manage change. These tools can also effectively be used in other facilitation situations

4. Building High Performance Teams


  • The program will ensure participants have the necessary knowledge and skills to build a high-performance team.  Specific Outcomes:
  • Know the characteristics of a high-performance team,
  • Recognize the different phases of team development, and how to manage it
  • Able to effectively apply different types of team building activities
  • Develop employees into an effective team by using a well-tested process/model

5.  Mentoring Program

After completion of the program, participants will:

  • Understand what Mentoring is and its importance
  • Know the benefits of effective Mentoring
  • Know how to build a successful Mentoring relationship with the protégé
  • Understand the protégé as an individual
  • Implement the GROW Model and help Protégés develop
  • Apply the correct Mentoring practices, Do’s and Don'ts
  • Be able to identify and overcome challenges

6.  Understand human behaviour and what motivates employees

  • Know how an attractive EVP leads to the attraction, retention and engagement of employees
  • Be competent in applying techniques and methods to motivate employees and developing strategies to develop an attractive EVP
  • Inspire and Motivating employees (Building an attractive EVP)

After this program participants will be able to build an attractive Employee Value Proposition (EVP) that will attract, develop and retain their employees.

7. Competency Based Interviewing


After completion of the program, participants will have the necessary knowledge and skills to effectively do a competency-based selection interview.

Participants will achieve the following outcomes:

  • Know the purpose and importance of the selection interview
  • Be able to identify core job competencies and effectively plan for an interview
  • Effectively do an interview by asking questions, measuring past behavior and competence, do follow up questions, and controlling the interview
  • Know how to avoid common mistakes and make rational

8. Effective On-Boarding of new staff (Induction Program)

Around the globe there is a tendency to lose a large percentage of employees within the first 15 months of start working. The main reason for this is a poor on boarding program.

Participants will learn what to do before employees start, the role of Management versus Human Resources, understand the importance of a “buddy” and doing the follow up interviews

9.  Stress Management

Overall objective

To empower participants to manage work and personal stress effectively and thereby improve their quality of life. They will be able to identify what causes workplace and social stress in their life and how to effectively manage it

10. Self-Management-achieve your potential

Overall objective

To ensure participants understand what Optimal Functioning is (being the best you can) and to develop strategies to realize their full potential. They will:

  • Know how much potential they have,
  • Understand the whole person functioning on different dimensions of self, Body, Mind and Emotions
  • Develop a strategic life plan to ensure they function effectively on the different dimensions of existence and address barriers to Optimal Functioning.
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